What source would best assess the effectiveness of cultural sensitivity training at the results level?

Assessing the effectiveness of cultural sensitivity training at the results level involves looking at the impact of the training on organizational outcomes, particularly in the context of discrimination and cultural competence within the workplace. The best source for this assessment is the number of discrimination suits filed.

This choice directly reflects the end results of cultural sensitivity training, as a decrease in discrimination lawsuits would indicate that the training is having a positive effect on employee behaviors and interactions, fostering a more inclusive workplace culture. If employees are better equipped to understand and appreciate diverse cultures, it is less likely that incidents of discrimination will occur, which in turn would be represented by a reduction in legal action taken against the organization.

In contrast, other options, while potentially useful for gauging aspects of the training program, do not directly measure its ultimate effect on workplace culture or the incidence of discrimination. Performance reviews may assess individual employee behaviors but are more subjective and may not accurately reflect systemic issues. Employee satisfaction surveys can provide insights into employee sentiment but do not reliably indicate changes in behaviors or practices related to cultural sensitivity. Training attendance rates indicate how many participated but do not measure the impact of the training once it has taken place. Thus, the focus on the number of discrimination suits filed is the most relevant measure of effectiveness at